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Human Resource Management 6th Edition John Bernardin - Solutions
Some of the employee attitude problems TechnoChip is facing may be due to the fact that when current employees were hired the job was very different than it is today. What steps can TechnoChip management take before hiring future sales employees and team leaders to be sure the applicants have a
For each specific training need you identified, what types of training methods would be appropriate to incorporate into the training?
What (if any) further information should be ascertained before the county fully understands the legal implications of its actions?
How will you decide whether or not your benefits program is an effective one? Describe the procedure that you would use. What specific criteria would you use?
How would you evaluate the fairness of this approach to downsizing? What are some examples of possible difficulties with distributive and procedural justice?
Three months after this meeting, Garcia (age 58) and Lopata (age 55) were discharged. Based on the information, were Garcia and Lopata victims of age discrimination? Explain your answer. If necessary, what specific, additional information do you require before you can take a position? Provide a set
How would you address the high turnover rate? Could this problem be related to compensation?
What is measured using the PADS? What role (if any) should this score play in the PFP system or training raters for the system?
Describe the chronology of steps for implementing the PFP system or explain why you are opposed to a PFP system for this situation.
What type(s) (if any) of PFP systems do you recommend for Dee’s? Be as specific as possible and consider all jobs. What (if any) additional information would help you develop the most effective PFP system? (You may take a position against all PFP systems but make sure you explain why.)
What circumstances would lead you to conclude that a PFP system would not be in the best interests of the organization?
What changes in organizational characteristics would seriously affect your recommendations?
What were the key variables you considered in your selection of an individual- or group-based PFP system?
Was Mr. Zimpfer a victim of illegal age discrimination according to ADEA and case law? Explain your position. Cite relevant court cases to justify your position. If you are undecided, explain why.
What kind of incentives should be included?
What should be the basis for incentive payments?
Who should be included?
If so, should there be one, two, or several plans?
Is an incentive program appropriate? Explain your position.
How would you have handled this situation? What would you have done differently? Provide a chronology of steps. Would you use an outplacement service?
Ensure that the necessary documentation is in place based upon the discipline policy and your expertise as an HR manager.
The first step is to investigate the situation to make sure the supervisor’s claims are true. Who will you contact? What questions will you ask? What precautions should you take to assure that your investigation is confidential and legally appropriate?
One month after the restructuring, Brooks is informed by the EEOC that, thus far, four complaints have been file against Brooks for discrimination in the process. What data should you examine to determine the possibility of discrimination? Should Brooks be concerned about an ADEA claim based on
What additional information do you need about the downsizing effort at Brooks to fully understand the legal implications of its restructuring?
What can Sheila do to address the concerns of locals who feel that expatriates’ pay is excessive, given their own pay?
Based on what you know so far, evaluate the Brooks approach to workforce reduction? What did Brooks do right and what did the company do wrong?
Assume that the termination was in fact warranted. Managers typically hold termination meetings at The Daily Register, but it is not unheard of for the HR department to conduct this meeting. Given the available information, who should conduct the meeting? What steps will you take to prepare the
The Daily Register has some guidelines for severance packages, benefits, and outplacement services, but they are very informal and typically decided upon on a case-by-case basis. In this situation, what would you recommend for Jeanette?
Companies should be allowed to screen people based on their general attitudes toward unions.
Unions tend to oppose pay-for-performance systems.
Union workers are less satisfied with their wages and benefits than nonunion workers.
Unions are undemocratic in their organizational structure.
Big labor has excessive political power in Washington.
The U.S. could be more competitive if we could get rid of unions.
More protection is needed for replacement workers who are threatened and harassed by striking unionists.
What can Sheila do to reduce the “reverse culture shock” of expatriates and their families?
Unions are a big help to workers.
Union rules and regulations stifle attempts to improve the quality of our products or services.
Union wages are not competitive in a global economy. Discuss
Unions are mainly responsible for the adversarial relationship that exists between unions and management.
Unions interfere with management attempts to increase productivity.
U.S. productivity would be much higher if it wasn't for unions.
Unions protect even the most incompetent workers as long as they belong to the union.
Union wages have outpaced nonunion wages over the last ten years.
A manager can fire an employee who voices a complaint in an offensive or disruptive manner.
A manager can fire an employee who fails to use the company complaint process and walks off the job in protest of working conditions.
What other human resource issues might O’Dell need to be concerned about? Prepare a list and explain how they might interact.
Should Sheila consider phasing out the extended benefits over time following repatriation to the United States? If so, how much time?
A manager can invoke the "employment-at-will" doctrine and fire an employee who refuses to obey an order she feels is unsafe.
A manager can invoke the "employment-at-will" doctrine and fire a non-union worker who complains about too much overtime.
A company can adopt a no pro-union shirt rule.
Non-union workers cannot go on strike. True or false
Managers do not have to worry about the NLRA if the workers they manage are not in a union.
Employees are more successful in getting problems resolved with their employer when they bring these problems up as a group rather than as individuals.
It would be good for the country if more workers had union representation.
Employees who have a union are better off than those who don’t.
I would vote "YES" if a union election were held in my workplace tomorrow.
In general, I feel (circle one): positive, neutral or negative …toward unions.
What country-level factors should Sheila consider when developing an international compensation plan?
I would join a union if I thought it might help me.
Management should be allowed to hire replacement workers immediately after a strike.
A company may include a rule in its Handbook that prohibits employees from discussing their wages.
An employee has a blog he uses to encourage employees to form a union. In this blog, he makes false statements regarding the employer. The employer can therefore fire him.
A manager can hire "permanent replacement workers" during a strike action and these replacements need not be displaced when the strike ends.
A manager is allowed to say "my eyes are on you and you'd better watch your step" to a pro-union employee.
An employer can ban union material from a bulletin board that allows Red Cross solicitations.
An employer can ban pro-union buttons or insignia during working hours.
An employer can impose a "No solicitation" rule stipulating no union organizing.
An employer can promise increases in employee benefits during an organizing campaign.
XYZ is currently using a balance sheet approach to compensation. Should the company consider other alternatives, such as localization or cafeteria-style benefits?
A manager can ask employees questions about where they stand on unions.
A manager is allowed to say strikes are "inevitable" if there is a union.
An employer can refuse to hire an over-qualified individual if management knows the individual is sympathetic to unions.
A manager can refuse to hire a job applicant if the manager knows the applicant is a union member.
A manager can fire an employee if the manager finds out that the employee is a paid union organizer.
A manager can appoint non-union subordinates to a committee to discuss working conditions.
An employer can ban all non-business e-mail correspondence among employees.
Managers can bar off-site employees from access to an employer's facilities. Is this statement true or false?
What specific actions could be taken to create a security-conscious organizational culture at the manufacturing plant?
Were time, money, and effort wasted or was a potential crisis averted in the meeting of the threat management team?
What steps should Sheila take to establish a repatriation program?
Discuss five ways in which the threat management team could be more effective.
Were time, money, and effort wasted or was a potential crisis averted in the meeting of the threat management team? Discuss.
Were proper immediate action(s) taken after this incident?
What warning signs or symptoms were displayed before Roy's blow up?
Visit www.OSHA.gov and determine if you can provide any additional information to help make the plant safer.
What advice would you give the owners concerning the company's obligations under OSHA to record accidents?
What legal steps would you recommend that Dynamic Duo take?
What steps should Dynamic Duo’s owners take immediately?
Any job applicant with a history of drug or alcohol abuse should not be hired.
All employees testing positive on the first test should be terminated.
Why were expatriate managers returning early from their international assignments? What could Sheila do to remedy this situation?
All positive test results should be reported to the security department.
Drug testing should be conducted for all individuals filling sensitive positions and randomly for the entire organization.
What, if any, unique challenges may exist in this situation given the differences between Roy and Rosalyn, the production manger in terms of gender, age, and tenure with the company?
What, if any, ethical issues (e.g., privacy) are involved when members of a threat management team seek to identify and report potentially dangerous employees?
To what extent are the recommendations unique to international expansions and international operations?
To what extent do the recommendations made by your group generalize to organizations other than Marriott? If they do not generalize, why not?
Was Ms. Taxman a victim of discrimination under Title VII? Explain your answer, citing pertinent cases and discussion.
Would you have a different opinion in this case if the defendant was a public agency in the state of California? Could the Michigan State Police take race or gender into consideration after defining a pool of qualified candidates as a part of their voluntary affirmative action programs? Explain
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